1. Partnering with Human Resources- During the Grant Process

2.  Goals are to:  Enable you to be successful in both application and post award implementation.  Identify important measures and give guidance in partnering with UTHealth’s Human Resources

3.  Why connect with Human Resources in the Grant Process? Your most critical need is human capital – employees!  Human Resources, as a Partner can provide critical employee planning information

4. Planning and Assessing Needs – how do I know positions I will need to hire? Evaluate and Classify (Define) the Position – why is this important? Recruitment & Attracting – who can help me with this? Selection, Onboarding, Training – how should I plan for this? Setting Expectations, Manage Performance – successful employees = success research! Human Resources Information to consider in the Grant Process Screening & Interviewing - attention & timeline involved in this?

5. What talent do you really need? What levels? Why title specific? Flexibility in levels? Use tool for Guidelines for writing a Job Description. Human Resources can refer to other models in place. Why is an organizational chart necessary? Compensation Services Classified Pay Plan (http://hr.uth.tmc.edu/Compensation/compensation.html) Questions to ask/things to consider:

6.  Evaluation through UT Health’s Compensation and Employment Services is based upon information you provide  Get accurate information  Complete all appropriate forms, see: https://www.uth.edu/hr/documents/h r-forms.htm https://www.uth.edu/hr/documents/h r-forms.htm

7.  Electronic job posting and candidate process  Attracting the right people for the job--what can you do?  Partner with UTHealth Recruiting.  Know what you are looking for, communicate this and use key words in job posting for advertising position.  The best description appears like an employee’s first performance review

8.  Match the right skills from the critical information provided.  Partner with Human Resources’ experts to clarify your needs and requirements.  Use key words to screen for specifics, articulate examples of knowledge necessary.

9.  Interviewing for the position  Use the behavioral based interviewing model.  Evaluate candidates: do you have a fair and consistent method?  What do I need to know to be in compliance -- Fair Labor and Hiring Practices-EEO?  How to prepare for the interview. Know what to ask.  Tools available for your reference. ▪ Behavorial-Based Interviewing Techniques. ▪ SkillSoft/Skillport/TRC

10. Staff Positions – New Hire Compensation provides a salary guidance range based on experience and education. Staff Positions – Promotion in place and Reclassification Employee Transfers International Work Visa Recruiters provide a salary guidance range to the department for a new hires and promotions based on experience and education for posted positions. Consult with HR for additional measures that need to be taken into account. An International work visa requires steps and timeline clearance to work. Human Resources will help you coor- dinate the process with the Office of International Affairs.

11. Human Resources’ Responsibility Make the offer Credential, education, and work history verification, criminal and sanction checks, etc. Schedules Pre-Employment and Human Resources orientation Hiring Managers’ Responsibility Reference checking Department on-boarding, compliance and training Set performance expectations Prepare on-boarding checklist and timeline

12.  Complete department check-list  Training  Complete all job related training for all current and new employee staff  Compliance Training  Discuss performance expectations  Review forms  Review timelines

13.  Managing Staff Performance  Review Human Resources website for tools:  https://www.uth.edu/hr/index.htm https://www.uth.edu/hr/index.htm ▪ Merit program information ▪ HOOP policies ▪ Training and Resource Center (TRC) ▪ SkillSoft /Skillport ▪ Perform2Achieve/Performance evaluations

14. What about regulatory measures? If HR is involved too late, you may be bound by your submission to funding agency. How much time do I need to train the new employee? What happens if I get it wrong? Delays? Non-funding? Have I allowed for deficiency in skills? Will work be accomplished?

15.  Helpful Links Human Resources – 713.500.3130 http://hr.uth.tmc.edu/ Compensation https://www.uth.edu/hr/department/compensation/index.ht m Manager’s Resources https://www.uth.edu/hr/resources/manager- resources/manager-resources.htm Learning and Development https://www.uth.edu/hr/department/learning-and- development/index.htm

16.  Human Resources is here to consult with you to make the process easier, faster and more efficient.